Hiring practices, with recruitment and selection are a big part of a company’s success as people are the ones that run the company. Some organizations may decide to allocate more resources to things other than hiring such as marketing of product design. These companies may allocate more resources to these elements of their operations because they feel that getting customers to buy their products will be their biggest determinant of financial success. Other reasons that companies may not allocate as many resources to employee recruitment and selection may be that they do not fully understand the cost of hiring an employee that does not fit the job, or they may have a more automated process that does not require a large labor force in order to operate.
Some potential strengths associated with allocating more money to business processes other than recruitment and selection include having more financial assets to go towards advancing their product lines and making their customers more aware of their products or services. Another potential strength of this is that they do not have to employ as many individuals in these recruitment and selection jobs which may decrease their labor costs. With that being said, there are also substantial weaknesses associated with not allocating resources to employee recruitment and selection. Some of these weaknesses include a high cost of employee turnover and a negative impact on company culture. If someone is hired that does not fit the position, the company will have to allocate even more resources to hire a new person to fill the position. They will also be paying a worker that does not fit the position a salary even though they are not correctly doing their job or do not positively fit into the company culture.
